Differential effects of pretraining influences on readiness to change

Training and development are integral to organizational change but are difficult to accomplish effectively in dynamic and complex work environments. Such environments can lead to nonoptimal training conditions that reduce individuals' readiness to change and training effectiveness. On the basis of the transtheoretical model of change (J. O. Prochaska, C. C. DiClemente, & J. C. Norcross, 1992), the authors examined pretraining influences (choice, social support, and motivation to learn) on readiness to change under nonoptimal training conditions. They examined specific dimensions of readiness to change rather than a global readiness to change construct. Participants were 183 driving under the influence (DUI) offenders participating in a court-mandated, alcohol-related Weekend Intervention Program. Perceived choice to attend training, social support, and motivation to learn affected readiness to change when individuals were resisting, considering, acting on, or maintaining behavior or attitude change. These effects were also dependent on age. Results suggest how training effectiveness could be improved when trainees are least likely to learn.